Not very Age Savvy Recruiter

I received a request via my LinkedIn network yesterday from a recruiter asking for help to fill a role.  The chap who sent the request works for an "online-based recruitment service" (recruitment agency).  His email said they are looking for

"an individual who is a media savvy, passionate, market led executive who is probably in their late 20's or early 30's."

It's over a year since the age legislation came into effect and I shouldn't still be seeing emails like this. Speaking to recruiters I understand that the problem comes from the hiring manager in many cases (mostly it seems line managers rather than HR) who are still specifying age in their verbal briefings.  However, surely it's part of the recruiters role to help the client form the job spec and it's a little scary that recruitment consultants choose to ignore high profile laws like this.  If they don't know (or choose not to implement) the basics, then how can they help their clients?  Isn't this part of how they earn their fee? 

Mind you, at least, you don't see many adverts for "Male Financial Director" or "Female Recruitment Consultants"  nowadays.

Comments

[Matthew]

I was once asked by a client at a major blue-chip to find me a project manager - "not too old, preferably who looks like Claudia Schiffer". I managed to find him a gentleman in his fifties - Claudia being unavailable.

Incredible, but I stumbled across some training podcasts that advise recruiters to look out not only for age, but weight and height as well ... I wrote about it here: http://matthewkimberley.com/2007/11/free-recruitment-training-resources/

[Idealpeople]

Another example of a pretty ineffective piece of legislation - it's more focussed on keeping the discrimination quiet rather than actually taking it away. It's all well and good to try to stop people from advertising discrimination (although apparently we're not allowed to use the phrase "dynamic" in adverts any more because it's discriminatory - figure that one out if you can), but actually getting rid of it is a completely different issue.

[Carl Coombes]

I am not at all surprised by the fact that people are still experiencing requests from line/hiring managers which are nothing less than ageist.

I posted the following recently on the ukrecruiter forum

The Great Talent Shortage versus Ageism

Maybe the current “talent shortage” along with recent changes in the law regarding ageism have actually highlighted a problem which could actually resolve itself.

That subject of “Older candidates and what they can bring to the party” is one which I feel should not be overlooked and could benefit thousands of employers looking to get true value for money from their recruitment efforts, whether that is via their own efforts or via a recruitment agency.

STARS specialise in high calibre sales executives both Nationally and Internationally and we often receive applications from very capable, experienced candidates over the age of 45. Whilst we are constantly reminding employers that they cannot be ageist and must not refuse to select or even interview candidates based on their age, numerous employers are still seeking people below the age of 45, believing that they have more to offer.

Many of these employers actually expect their staff to stay for only 2, 3 or maybe 4 years.

The fact is at 25, 30, 35 or 40yrs of age the candidate may well be looking to move on within 2 or 3 years whereas a 45, 50, 55 or even 60 yr old is more likely to stay put for longer.

So why do so many employers still see older candidates as less valuable and less of an asset?

The loyalty that you get from an older candidate is likely to be much greater than that of a younger person still looking for the next rung on their career ladder, and for those younger candidates the grass can still seem greener whereas the older candidate knows from experience that this is not always the case.

What is it costing in lost revenue and or missed opportunities?

What price experience, loyalty and longevity?

What is the real problem here? Is it a real shortage of talent or is it that there is still a huge problem with ageism throughout the UK?

In my opinion, the great talent shortage is not that great. It’s just a case of people not opening their eyes wide enough to see the talent that is already sat on their doorstep.

If other recruiters are experiencing the same issues then maybe I am not too far away from the truth!

Regards

Carl Coombes
Managing Director
STARS

[Roy P. Walker]

Last week one of our advertisers sent a job spec over which included the following line "a female sales person in their early 20s is more likely to be suitable but of course I do not rule out older or male staff". After initially rolling round the office laughing; disbelief soon set in when the advertiser questioned why this couldnt be included and threatened to advertise somewhere else because we couldnt publish it! The age legislation was sent over only to be followed by comments such as 'this country..."!!